A law firm which discriminated against a paralegal should not have to pay aggravated damages simply because it advised on employment law, a judge has ruled.His Honour Judge James Tayler, deputy president of the
[Law Clerk Caroleen Bitar contributed.]
Can an out-of-state employee bring a claim under the California Fair Employment and Housing Act (FEHA)? A recent Court of Appeal decision suggests they might.
In Civil Rights Department v. Space Exploration Technologies Corp.,
On September 8, the Department of Labor’s Employee Benefits Security Administration (EBSA) issued Field Assistance Bulletin No. 2026-03, outlining how it will enforce the Mental Health Parity and Addiction Equity Act’s (MHPAEA) nonquantitative treatment limitation (NQTL) requirements going forward.
Earlier this year, a Hamilton County, Ohio, jury delivered a verdict that should command employers’ attention. The case began with what should have been a straightforward pregnancy accommodation request: an employee in a high-risk pregnancy asked to work from home
New York Employees Gain New Rights to Access Personnel Records
Beginning November 8, 2026, New York employees will have a new legal right to access personnel records their employers maintain about them. Employers generally have 5 business days to provide
Connecticut’s AI Responsibility and Transparency Act (better known as the “CAIA”) takes effect on October 1, 2026. If your company uses artificial intelligence in any aspect of employment decision-making, the time to prepare is now.
Our clients are increasingly experiencing HR identity fraud—when an imposter (sometimes from a foreign adversary nation like North Korea) poses as a candidate for a remote job, often in the information technology space, in order to obtain access to company
Six months have passed since the constitutional reform on the reduction of the workweek in Mexico entered into force (the “Reform”), and four months since the corresponding amendments to the Mexican Federal Labor Law were enacted. This stage provides an
At the end of August, the California legislature passed three bills that would regulate the use of AI in the employment context. These bills are now on Governor Newsom’s desk, and he has until September 30 to sign or veto.
Most readers of this blog will be familiar with the concept of “restraint of trade” and the public policy reasons why the law regulates it so closely, namely that individuals should be free to use their skills and earn a
